Performance management processes are crucial in any workplace to ensure that employees are meeting expectations and contributing to the success of the company. However, it is important to ensure that these processes are inclusive and take into account the individual needs and accommodations of employees with disabilities and neurodiverse conditions. Here are some ways your games business can approach this…
Set clear expectations: It is important to communicate clear performance expectations to all employees, including those with disabilities and neurodiverse conditions. This can be done through regular communication and feedback, as well as written job descriptions and performance plans.
Use objective measures: Performance evaluations should be based on objective measures of job performance, rather than subjective assessments. This can include metrics such as productivity or quality of work.
Provide accommodations: Employers are required by law to provide reasonable accommodations to employees with disabilities and neurodiverse conditions. This may include providing assistive technology, flexible work schedules, or modifications to job duties.
Engage in regular communication: Regular communication between employees and their managers is key to ensuring that any accommodations or other needs are being met. This can include regular check-ins, performance evaluations, and goal setting.
Offer training: Providing training to managers and other employees on disability awareness and accommodations can help to create a more inclusive workplace culture. This can help to reduce stigma and increase understanding of the needs of employees with disabilities and neurodiverse conditions.
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